HomeMy Public PortalAbout84-124 (11-06-84)RESOLUTION NO. 84-124
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF LYNWOOD AMENDING THE PER-
SONNEL RULES AND REGULATIONS
WHEREAS, the City Council of the City of Lynwood
has reviewed and approved the proposed changes to the Per-
sonnel Rules and Regulations; and
WHEREAS, City representatives have met and con-
, ferred in good faith with the City employee associations
on the proposed changes to the Personnel Rules and Regulations:
NOW, THEREFORE, the City Council
Lynwood does hereby find, determine, order
follows:
Section 1. That Rule VII, Secti~
sonnel Rules and Regulations is amended to
sentence which provides employee points on
of the City of
and resolve as
~n 2 of the Per-
delete the last
examinations.
Section 2. That Rule X, Section 1 of the Per-
sonnel Rules and Regulations is amended to delete the second
sentence which requires fifteen (15) days prior notice on
probation extensions.
Section 3. That Rule XI is amended as attached
(Exhibit A) to incorporate changes adopted in Memoranda of
Understanding or, in the absence thereof, other Council
resolutions on terms and conditions of employment.
Section 4. That Rule XV, Section 4 of the Per-
~^ sonnel Rules and Regulations is amended as attached (Exhibit
IIl A) to delete the first sentence of the second paragraph
~ which provides unclear direction concerning predisciplinary
actions, and to specify time limits for department head
response.
Section 5. This Resolution shall become effective
immediately upon its adoption.
First read at a regular meeting of the City Council
of said City held on the 16th day of October, 1984.
PASSED, APPROVED and ADOPTED with second reading
on the 6th day of NovPmhPr 1984.
/u~~
ATTEST: E. MO IS, MAYOR
CITY OF LYNWOOD
J ANDREA L. HOOPER, CITY LERK
CITY OF LYNWOOD
APPROVED AS TO CONTENT:
APPROVED AS TO FORM: ~ ~~ ~ ~ ~y~ ~ 4 /
(7~1~`~ ""` "" "" 1/~
SANDRA CHAPEK, PE SONNEL MANAGER
CITY ATTOR
STATE OF CALIFORDIIA )
ss.
COUNTY OF LOS ANGELES )
I, the undersigned, City Clerk of the City of !~
Lynwood, do hereby certify that ±he foregoing Resolution ~
was passed and adopted by the City Council of the City of
Lynwood at a regular meeting on the 6th day of
November 19II4.
AYES: COUNCILMEN BYORK, MORRIS, THOM??SON
NOES: COUNCILMEN HENNING, ROWF
ABSENT: NONE
1.~~~ Z~C~ ~jK~
ADIDREA L. HOOFER, CITY LERK
CITY OF LYNWOOD
E3HII9ti A
_- (~NERAL EM_P±OYEES 1984-85
-.. . ---- - ---- - - -- __ SAI SRY SC'~DIILE -
a s
C D
L
7G Cashier
Scritchboard Operator/Clerk
2G Clerk Typist
Aecouat Clerk
Eehabilitaticn Clerk
455.11 193.43 532.44 570.76 609.7E
986,07 1069.09 1153.62 123b.64 132'_.1`
537.42 557,27 581.39 604,80 631.0`
1164.40 1207.42 1254.68 1310.41 1367.2E
3G Cc~stodiaa 553.73 577.85 599.84 626.79 649.5(
Water Meter Reader ~ Installer 1199.74 1252.01 1299.65 1358.04 1402..2`
4G 598.42 625.38 648.08 675.14 704,1.
1296.9 1355.00 1404.17 1464.11 1525. 6t
SG 616.87 639.57 667.9.5 697.02 7Z._'_~
1336.56 1385.74 1447.22 1510.22 15io.~S
6G Secretary 625.38 648.08' 675.74 704,12 734,6'
- 1355.90 1404.18 1464 .II 1525.59 1591.7(
~'7G Accountiag Techniciaa 639.57 670.07 697.02 728.96 755.9'.
1385.74 1451.82 1510.22 1579.41 1637.8:
8G Administrative Aide 660,14 687.79 715.47 745.99 777.?-t
IItility Mainteaance Worker 1430,30 1490.22 1550.18 1616.30 1683.9
Park ;faiatenaace Worker_
9G Recreation Center Director 684.97 714,06 745.99 777.20 811.91
• 1484.11 1547.13 1616.30 1683.94 1754..2:
10G Administrative Secretary 695.61., 726.12 753.08 186.42 820.4'
1507,16 1573.25 1631.67 1703.90 1777.6E
11G License Representative 706.25 737.4b 770.11 803.44 840.3:
Equipment Mechanic 1530.20 1597.84 1668.57 1740.79 1820.7:
Aquatics Director
12G Building Maintenance Worker 746.36 780.75 813.38 848.85 885.7
Qtillty Maintenance Worker/ 1617.12 1691.63 1762.33 1839.18 191?-1
~I. Electzic
I
I3G
Plazming Technician
751.66
_ 783.60
816.92
851.68
889.'2
. 1628.60- 1697.79 1769.99 1845.30 1926.7'.
I4G _.___. _
Administrative Analyst
762.47
795.62
828.77
861.91
895.0:
1652.01 1723.84 1795.66 1867.47 1939.3:
LSG Civil Engiaeering Technician 767.97 807..02 837.50 874.40 912.b5
1663.94 1737.71 1814.58 1894.53 1977.4!
c~1~RAI, Er~I.oYEES 1984_as
sc~nvl.E
_ _. A B C D 'c_
I6G caster Equipment :'.echaaic _ 787.84 823.31 860.90 896.39 93
0
1706.99 1783.84 1865.28 1942.18 .
202 59
i
- r
176 Code Enforcement Officer 808.41. 842.64 879.35 919
79 959
52
Fire Prevention Specialist 1751.56 1825.29 1905.25 .
1992.87 .
2078.96
I8G 820.47 855.22 891.42 926.18 970.17
1777.68 1852.98 1931.40 2006.72 2102,02
L9G Public Clarks Inspector 842.46 879.35 919.79 959.52 1006.79
1825.32 1905.25 1992.87 2078.96 2172.70
206" Planning Associate 847.43 883.61 924.76 965.20 1008.46
1836.10 1914.49 2003.65 2091.27 2185.01
Z1G CSvil Engineering Assiseaat 909.86 949.58 992.14 1035.43 1082.96
1971.3b 2057.43 2149,63 2243.43 2346.41
L'G 3ebabilitation Specialist 9b1.37 994.52 1027.66 1060.82 I09~'~7
___ 2082.97 2154.79 2226.60 2298.45 23T 47
I
J
236 _ 968.73 1014,13 I059.s3 1106.36 1157,64
2098.92 2197.29 2295.69 2397.11 2507.79
GENERAL EMLOYEES 1984-85
SALARY SC~DIILE
A n C D - E
246 997.10
2160.39
256 -1028.17
• 2227.70
266 1086.41
2354.01
1044.6+ 1091.66 1140.42
2263.39 2364.84 2470.91
1059.32 1106.06 1152.79
2295.20 2396,46 2497.72
1138.41 1190.35 1243.92
2466.55 2579.09 2595.15
2193.63
2586.20
12?~11
26: 174
1302.34
2821.73
_...~,_.. ..... _ ,. .~ n, z._~ -
.__.
_..
_,-.
...
.."
,. _
."
ESHIBIT D
SP°CZSI. ASSZ~'*L~";1T COI~L..'NSATION 1984-85 - - -
~~
ommissioa u~.autes Clerk
Deputy City Clerk
Deputy City Treasurer
Public Works Landman
Park Landman
Street, Parks and Water
Holiday Standby
Street, Parks and Water
,Standby
i --
~' Sweeper Operator (Full-time)
Sweeper Operator (Part-tine)
Clerieal ?001 Leadperson
Business License Supervisor
Dog License Supervisor
$ 23.08
50.00 ;Sa.
69.23.
150.00 Mo.
23.08
50.00 Mo.
53.08
. 115.00 .So.
30.00 per shift
15.00 per shift
13.85 , ~ '"
30.00 *fo.
4.62.
10.00 :io.
46.16
100..00 Mo.
233.34
505.58 ua
233.34
505.58 Mo.
_ -
5 F
.. y... re~:.::.. ... ...ui:. .~ _aY :. - ..
EXIiIBIT F
_ _ _ _ flflIIRLY E:~I, OYEES 1984-85
----"-
SALARY
SCHEDULE __
RANC£ ~1
Cashier $ 3.22 - 5.20
Typist 4.16 - 7, 2g
Steaa-Typist A)General Office 6.24 - 8.32
B)Meetiags & Minutes 50.00 per Commission, Coaacil, etc, meeting
Bookkeeper ~ 4.16 - "7.28
Administrative Intern 4:68 - ,5.72
Locker Attendant 3'..38 - 3.90
Swim Lesson Instructor- 4.16 - 6.24
Lifeguard 4.I6 - 6.24
A.gvatics Director 6.24 - 8.32
3itchea Supervisor 4,I6.- 5.72
Recreation aide 3.43' - 3.95
_-
Recreation Sports Official ';,00 - 20.00 PeL ~e _
Specialist Instructor 3.I2 - 20,80
Reezeaeion Leader 3.90 - 5.98
FZaasiag Aide 4.68 - 5.72
Code Enforcement Officer 8.32 - 9.88
Code Enforcement Officer/
Rehabilitation Trainee &.76"- 8.32
Laborer 4.68 - 6,7b
?arfc wafateaance Worker 4,1b.- 6.24
Pool :~afatenaace Worker 3.38 - 4.89
Egnipmeat :'.echanic Helper 4.68 - 6,76
Crossing Guard 3.48 - 4.52
~
Crossing Guard Supervisor 5.51 - 6.03
9atatariua Trainee 3.12 J
Civil Eag'~eeriag Assistant 9.3b • 13.52
__ .. -STrP ~CFTA.'-E'S __ .. _.. _.
E:aplnyees are eligible for a step increase upon successful coeplet?aa of
prabatioa and thereafter viii be cnasidersd oa the basis of cerit after
intervals of one (1) year.
Seetiaa 1. Any e_-ployee hired ar prrrsated to Stsp A of a different range
of pay, shall receive the Step B salary at the sueesssf::I coa-
pletioa of the grabatiana,-y period. Zaereases to Step C, D and
E Frithia nay pap range shall be based an satisfactory job per-
fotaancs by the individual and shall be reviewed at least at the
.i fallawiag timre intervals:
Step C - Qne (I) year after the Step 8 iacrsase
Step D - One (1) year after the Step C increase
Step = - Oae (1) year after the Step D increase
Sect±c-i 2. Emplagess hired ar prcaoted to any step above Step ~ shall receive
the next step at the successful eampletioa of the probationary
pericd. Other increases within the range shall be foliawed in
the aethod described in Section I.
" ~~'io-: 3. Nev e.:.ployees sha21 be appointed at tae first area of the salary
- -- -- ---~ range to vhieh their class is assigned, except that when the edu-
• cation and previous training or experience of a proposed employee
are substantially superior to those required of the class and jus-
tify a beginning salary is excess of such miai~ comgeasatioa.
Dgoa reec~endatiaa of the depar~ent head, tae City ldanager nay
~, authorize as appointment to this position at any higher step. The
~ depart~at head shall subait his rec ~eadatioa to the City ?'aaager
is such fo ~, together vith such infor..ation as the City "aaager ,:.ay
require.
the pravisicns of tais article do not apply to those hired or e~loyed oa as
hostrly basis. .
,,. ,, .:.
- _ .- - ~ ..
- _ ==sALAlz~s~.~ac~s _ - _ - _ -
Effective September 1, 1984, the City will increase the grades of pay
of classified employees in this unit by 3X, and the grades of pay of
hourly employees in this wait by 4X.
Effective the first full pay period in September, 1985, the City will
further increase the grades of pay of employees in this unit by 7X.
Ia addition, effective September 1, 1984, the City mill increase the
hourly rate of pay of the following ten (10) positions by $ 0.50 per hour.
This increase is in lieu of providing additional employee benefits for
these tea (10) positions:
35-hour per week, year-round Park Lfaintenaace Workers (currently sis (6) ""-
positions)
35-hour per week, year-round Recreation Leaders assigned to the Dial-A-
Ride Program (currently three (3) positions)
35-hour per week, year-round Recreation Leader (cuzreatlq one (1) position)
-" in cne-event cne Marc=s initiative, whic_h_is.oa_She November-,6,-2984----- -
- -- -
_..
_ ~._-
•.ballot, is..=successful, this section may==be reopened bp"the-City:
.. _ _
-. ------
_- - -..__
-._ _ -. -- =-- -_ -STAI3DBY--PAY
When a reoslsr Street,-Park: or. Water employee is required to be available for
immediate emergeacy caii back at times the employee is not otherwise oa duty,
the employee shall be compensated at the rate of $15.00 per shift.
A standby shift for all working days is hereby fixed as a duty period extending
from 4:00 PM to 8:00 AM of the following day. From 8:00 AM oa Saturdays, Sun-
days, and holidays to 8:00 AM of the following day shall be considered as two (2)
standby shifts and the employee will be paid $30.00.
All employees during the period they are scheduled for such duty shall perform ;~
such services as may be designated bq their respective Snaerintendent, Super-
visor, or the City Manager, and shall be available at all time during the duty
shifts for emergeacy work. No overtime credit shall be accrued to employees
working standby shifts. However, the call back pay provisions, as provided is
Article 89ZIZ of this Memorandum, apply when an employee oa standby is required
to return to work.
Sourly employees shall not be assigned to standby duty.
09ERTL*1E
De.'i.-ftion
a. Time worked over and above the forty C40)hour work weak which the supervisor
has determined is required for the employee to complete assigned work. Time
shall be allowed is increments of 1/4 hour.
b. Call back work incurred at the directiea of the Supervisor, Department Head
or City ;tanager wherein City employees are ordered to return to work for the
welfare of the public and the City. Call back time begins from the time the
employee reaches the place of empleymeat. Regular staadby~shifts are not con-
sidered overtime and ors covered elsewhere is this agreement.
Hethod of Overtime Compensation - As authorized by the Department Eead overtime will
be compensated by either one or nay combination of the following, not to e_eceed the
total amount of overtime due.
a. Payment at the straight time rate of pay, that is, at the hourly rate as deter-
mined by the employee's classification and salary step by dividing the bf-weekl~°
rate by 80 hours. IIader no circumstances shall any classified general employee
of the City while working overtime be deemed as hourly, per diem or seasonal
employee, and each such employee is bound to render services to the City withou¢:
regard to the number_of hours worked.
_ ,. .__ _
b.. Compensatory time off at the straight time rate. Employees shall not accumulate
oa the books compensatory time off is excess of forty (40) hours. Compensatory
time off above Che forty (40) hour maximum must be utilized by the cad of the
month following the month is which it is accrued. If'such excess hours cannot
be utilized by the cad of'the month following the month in which they are accrued
they shall be reported on the next succeeding time card and paid accordingly.
Procedures far Overtime Compensat+on
When reporting overtime, employees must request straight time pay or compensatorq
time off at the straight time rate on the time card for the period is which it is
worked. The method of compensation (pay or. compensatory time. off) shall be within
the discretion of the Department Eead. If overtime is to be paid, it will be inciudc:d
ia.tha employee's paycheck for the pay period is which it is worked.
Requests for taking compensatory tine-off must be submitted to the employee's suoer-
visar. At what tine and over what pericd ccmpensatory time off shall be granted shall
also be within the discretion of the Department Head.
Hearty employees are excluded from the provisions hereof.
:: k ,
__~ -
mss: .
~.......
wt
~ ~ ~ ~' ..:uµ ....~ ~~. .:.~ .. s._. .f .'~r i. .... ..~-a- .... x~~..a - t ..a .. ....... .. L.. ..3 ~. ..1.... ... -.~ a .«..f . ..... ~ .s....
TOOL_ aLLOWP.N~..
Full-time classified employees perforaing mechanic duties is the Municipal Garage
shall receive axc allowance for furnishing and using their own tools. The allowance
is payable annually is June by warrant. The amount of payment will be calculated
at the rate of $20.00 per each full month of employm-gat during the previous twelve
12) month period. If the employee leaves City service prior to the June payment
ate, the amount of tool allowance will be as accrued with appropriate documentation
~ ~2itiated by the Department prior to terni.aatioa of City employment.
IJ2S1;'ORM AND CLATEZYG A11.OWA.VGs _
3$e Ciey shall furnish annually to all hau:ly recreation employees Sao C2)
shits aad.oae C1) windbreaker identifying them as City c=playeas. All
Hatatarita personnel shall be provided with one (I) scriasuit annually to
identi-gyp tsea as City easplopees. I1so City will f°..'^nish 'ubiic Works and
Park Departeat employees whose duties require uaifc^...s, threw (3) unifors
changes per Beek plus one CI) additional Laundered shst per week.
MILEAGE IZE 2225URSE*."~NT _
With the approval of the Department Head and-the City Manager, the City will.
reimburse full-time and hourly employees required to use their personal vehicles
for the purpose of conducting City business at the rate of .21C per mile. Hourly
recreation personnel will'be compensated only for out-of-town-job related mileage.
l~eeessity for and.paymeat of out-of-tows mileage must.be approved by the employee's
superrisor. The employee must document the date, destination and beginning and
ending odometer reading from his vehicle i'a supporting the request. Said infor-
mati~on must be Logged on Expense Eeimbursement form when requesting payment.
-,;,
-_ __ _
- EDIICATION II~'CENTIt1E PAY
"o encourage employees in undertaking outside study to the end that they maq perform
:heir duties is a more efficient manner, a system of education pay, over and above
established paq schedules, is hereby established.
Education paq is allowable for completed courses of approved subjects at accredited
schools, wad is fixed at $1.00 per month for each semester unit of credit satisfac-
tarily completed by the employee with a grade of"'C" or better. A quarter unit is
the equivalent of two-thirds of.a semester wait and is compensated at $.67 per month
per quarter wait. Maximum pay is fixed at"$40 per month.
A11 e.ourses of study must have prior approval by the Department Head and the City
_.. _.
-----Manager-in-order-to receive-education-credit. -Acacredited-schools are°herein°-defined ---
- __
_-.
_ _ -
-._at collegas,;,=juaiar_=colleges.,- ua~~ersities-;:o= otHe=_schools"-.providing-collage ":credit =:: _:.
as may be approved by the City Manager.
G
r;
---~ -- r , o .~~ Yes mvnzn incentive to Ci^iI En -`
---
""`-carfficatozn from`Ehe- Cali:foraia State Board of &e st~eerirg 2ssistanEs._.upoa ,_
f sioaal Engineer (Civil). Effective after July I, 19b3 theaCia Ceirtified Profes-
per month incentive to IItility Maintenance Workers upon receipt ofla Grade IIO
~ Water Treatment Operator Certificate or slater Backflow Tester Certificate and
a $40 par month incentive to Code Eaforce~at Officers, Fire Pzeventian Officers,
Building Inspectors and Rehabilitation Specialists upon certification from the
Iateraational Coaferenca of Building Officials as a building inspector or from
NAffit0 as a construction rahabilitatioa specialist.
Suitable written certification from the school or granting agency showing satis-
factory campletian of each course or program shall be submitted to the Persaaael
Officer for personnel records. Education pay shall cammeaca the first full pay
period is the month following the submission of written certification. )
The Citq will contribute 507. of the cost of such courses, excluding the first $10
and any aoa-instructional fees, up to a maximum $30 per semester course or $20
per quarter course while the employee is accruing the $40 per month maximi~ per
nest pay or certifications specified above.
The provisions of this seetion do not. apply to hourlq employees or employees uuder-
tatcing an approved course during a regular work. day or ,assigned shift.
- -
- ._
8 Iaagavi7 progress is hereby established for regalar full-t{~~ City ez?.lc-
yees as failows: - .
L: of bas~a s=t•=-y at the sad of seven (7) years of sar~aiea;. as adds-.»c=ai
LL of base saki-y a_.~tsa sad of tvalvn (I2} gea^s of serv'.ea; a^.'c- as aCdi•:a~
- IZ o3 base aaIa~ at t:sa sad a, sasraateea (17) pears of sa=+rlca.
_ ,_~-~
The City shall contribute up to-$I75 per maath~per full-time employee toward
Health Insurance premiums. This contribution will be applied to the premium
for the employee. If the employee elects to have dependent coverage under the
existing health plans, the City will apply the difference between the premium
for the employee and $175 toward dependent coverage.. The employee must-pay the
remaining premium. Such payment will be made by payroll deduction. If the pre-
mium for employee coverage exceeds $175 the City will continue to pay the satire
premium for employee coverage only,
Bs anon as possible the City will put iota effect the Health Nat Group Practice
Dental Plaa as agreed. The City will pay the full cast of premiums far full-
time employees and their eligible dependents for the duration of this agreement. 1~
The City will continua to provide $5,000 life insurance for full-time classified
employees is accardaace with current practice.
The City shall implement the State Disability Insurance Program. It is understood
that alI classificatiaas represented by the bargaining group shall be covered and
that the employees shall bear the full cast of such disability eoverage.
CRes. 82-170) _ .:,....
~~.~ .~,~,,,_ ......_.,,., ....,.r:_, .._...-..u~ m-~...,..
.., . ,.,
._,,,a -_ . - .. ,
'~ ;F`i„
~.:...'.. .~~s :'.s...e .s_.~..Ad .... .. ~.. a.: .. <~.e... .. _.. ~.. <~ ... e~'....e .. ~:.......~ ~. ..':. .. 1. ..•.... ~wva sa.e ..... n... e. .: t.. ... .. tea. ~-.»ea. .w~5.~. .....
_ __SICK L°AVE POLICY _. _ -. _
Sick leave with pay shall be_granted by`tLe City :".onager at the rate of 'xe vark
dap for each calendar month of service accrued at 3.69 hours per pay period or
prorated if not a full pay period: Sick leave shall not be considered as a pri-
vilege which as employee may use at his discretion, but shall be allowed caly in
case of necessity and actual sickness or disability. Ia no event will sick leave
with pap be granted is excess of that which is accrued.
i Ia order co receive compensation while absent oa sick Leave, t'~e employee shall
~ ~ natifq his inmmediate supervisor prior to, or.w~.thia tsro (2) hours after the time
set for beginning duty, unless notification is physically impractical. A physi-
cian's certificate or personal statement will be submitted. for absences of 3 daps
or more. The City may require a physician's certificate and release to retc:ra to
vark whenever there is reasonable cause to believe that there has been as abuse
of sick leave or when there is reasonable deubt as to the employee's ability to
perform his duties satis£aetorily and safely. The City maintains the right to
discipline nay employee for excessive absenteeism.
There shall be a sick Ieave pay off program. This pregram uses a sick Ieave Limi~
of ninety-six (96) work daps and the frozen amount, if applicable, which cxsists e.
sick leave hours earned in excess of 9b work days prior to July 1, 1974 and retai~ec
and frozen as of that date. The method of compensation shall be x a straight time
pay basis at the rate of pay in effect at the time of pay off. The pay off ;program
has three elements: retirement, resignation or termination and annual compensation.
--
For purposes of the pay off program retirements are limited solely to regular servic
(non-disability) retirements. Upon regular service (non-disability) retirement ea-
ployees shall receive 507. compensation for caused sick Ieave hours up to the maxims:..
of ninety-six (96) work days. 507. compensation shall also be received for the sick
Leave hours frozen as of June 30, 1974.
~,
I For purposes of the pay off program resignations and teaafaations shall exclude ter
minaticns for cause and retirements. Upon resignation or termination as specified
herein and only after ten (10) pears of continuous City service, employees shall be
eampensated fur one-quarter (~) of their uaused•sick leave hours up to the maxim
of ninety-six (96) work days. 25X compensation shall also be received fur the sick
Leave hoses frozen as of Juae-30, 1974.
The annual eompensatix element of the sick Ieave pay off prograa provides as follow
25T. of toe sick leave earned beyond 96 work days or the frozen amoxt shall be annua
compensated to the employee at the end of each calendar year. The remaining 75% of
such excess sick leave remains on t.4e books but shall be used fcr actual sick leave
purposes only and shall not entitle the employee to any additional comoeasatica. Si
leave accrued beyond the 96 work days maximum or frozen amount shall be used prior t
the earlier earned sick leave.
F-*
a'y
a); ?he fatal ausber of flaatiag holidays is five (5) wits a1Z flaat'~g haliday3
available at tea begi:.aiag of the ealeada: yea:, aii siaatiag holidays a
ba taksa atd. era subject to operatiaaal aad scasdulig factors aad Host be
approved by t.'-a employee's supervisor. .. .
~i Subject to (c) bslau, as floating holidays wi11 be available ~ti1 tae
saeaassgai cacaplstiaa o£ the orig'-aa1 probaticaarg period, da teat tom:
•- sorb employees will be rsditad with a pro rata portico of t'ae aforesaid
'- L+ve floating holidays based ugca tee tie ramaiaiag is Cse :aitial calea-
•-des year of employment,. but ia.an ease less tsaa one dap,
e')i Ha floating holiday ray bee caz~iad .aver to aaataer ealeadar year,
d)`, l'ss availability of five CS) •floati: g~holidays as January I of eaa~s pear
•- (3a tae ease of ger~nsat e~layees) aad of a pro rata geztion eaersaf
st'r,~,ea sueaassfal eampletiaa of the probatiana~ period (ia tee ease o: aesa
~2ayees) is based upon eaa assumptiaa teat tee e.^ployee w-i1l success:ully
esmsplata et:plap-.teat ~-i:s the City far tab ealeadar• year im gnestica. If as
= emplayee`'fails to successfully complete emplagseat~for tea said calendar year,
-''- tae. nuaber of floating holidays available to tea emglayea:sha21 be prorated
'oa:Lhe basis of tee portica,•og tae.ealeadaa pear'for whica tae eaglayee was
employed by :hs Citq. L, ua2a~- sues eirem~staacss, tae e~layee.has used
cars flaatiag holidays ts~ wets actually available, the City shall ma&a as
apprapra~ta reduction is its papaeat_af final caapeasatica to suca employee.
.. . • tom-"
Section 2. Eaplayees sha1Y be allowed the following `
paid. holidays: Hev Year's Bap, January I; Hattie 7.utaer 3iag Jr., third usnday is
Jaaua:yi :'2aorial Day, last aaday is may; Ssdependsss Day, July 4; Labor Day,- first
Haaday ~ September; ^saaks3iviag Bay, fauns 2"an=sday is `Javeaber; dap afros 1tan.'cs
$'v'.rg, faurts Friday is Yave_i:ar; Christras Day, Deeeaber 3S. Persaaal Leave Day
msy be takaa ea nay day of tea e~layee:s csoasiag subject-ta operational zed 3chs-
dalLg factors aad aunt be approved by rya employee's supervisor. ti3iea a holiday
awed ~_,-. this regulation falls oa Scaday, is sha21 ba observed oa tae falZcwisS ~+.cad.
Asa a holiday aaaed is eels regulation fa11s est Sars=?ay, it wall be obserred on
tee:. precsdj^g '_i?ay. _ : - - _ ______ ------ --
3eee'_o-s 3, Ecuriy zmplayess ors esaludsd Ica these provisions.
. ~ - ~ _ .-
• .
_-
At such tie as the iacmbeat of a supervisory positiaa becccss tpmpora-.Iy
sbaaat for reasons of sick leave,~leave of abseaca or injury oa duty status, •
for a period exceeding IS calendar days, rhea the employee designated by the
daps-meat head to act is said supervisor's absence shall racaive campeasa-
tiaa at the step rata is the supervisory positiaa's range which exceeds but
+~ elosest to tee employee's atareat rats of pay or aetiag supervisory pay
_ _- -
~ ®.° $I00 per loath vaichever is less. .
Ag such ris=e as a supervisory position becomes vacant (far a'perind exceed+~g
LS days) tsar is, the incumbent per-'aaeatly leaves City employment, an eanioyae,
eha is iaelig;~*1e fora ta~orary* appointment, may be designated as "acting"
and compensated at the above rata provided tsar the Depar~eat Eead dete~izes
that said em-~Ioges is best qualified to per:orm a21, or a substantial par-aa
of, tea dories of the vacant supervisory position and assigns the employee to
pcrfora these duties. .
Ccmpensatioa for acting in a st~arvisorp posit:.ca would ce.seaca ca the siY-
teesth C16th) day and would coatiaue trstil seas t'..:.e as the previously absent
sape_-visor retn-s to work or the vaaaat position is filled.
~, AETIlVT ?OLZCY
_ :_
_ -r.
~' Effective August I,~I982 the Cii^~ shall' gay the employee's coat=ibutioa
of 7Z far all employees who~are required to be members of the °ublic Empla-
yees' 3etirement System CF=BS).
3etire=eat c~easatiaa shall be computed as tee pTnioyee's cue C1) gear's
highest ea-afags. ____----. -------.--.---___ _._. ------
• ~ CALL RACE. PA° ~ - . -- -_
Ia the event ar esplopae, ixludiag the ex?layee as s..a`dby, is ealSed cock.
or required to report to work, such emplagea shall be poi: a minim cf ~a
C2) hates at stra+~,t t~iE cP allowed tea C2a kcs.=s of ccaeasatc~ :im2 of_.
3espaase to f•.:..'~.er eztiargascg calls trithi: the paid' hour IIt-~;-~•-•. peri.^d
da sot result is addit+...^..al tea hntz: ~-'-{^~^- perads. _ .
-
Hacxly e~Ioyaes•axs eo:eludad £~ these provisions. -
_ -_ -_
-- -- - _. _
--ANNIIAL- VACAiZQN LEAVE __ _, .-----. _ _ -- - - _
ze purpose of annual vacation leave is to enable each eligible employee annually
to return-to his work mentally refreshed. All employees in the classified service
shall be entitled to annual vacation leave with pay. Employees not eligible for
vacation leave with pay are:
(1) Employees still serving their original probationary Deriod is the service
of the Citq; however, vaeatioa credits for the ;time shall be granted to'
sach'emplogee who later received a permanent appointment.
_..:._.__.`_(Z).,_Employees_,.who work-on__aa-iatermitteat_or_-seasonal.-.-basis:, aad.._a21_hourly __::_
_ __._--
_._. :..employees.-= - _._ ---
All eligible employees is the first through seventh pear of caatiauous service
shall ears vacation credit at the rate o£ 14 calendar days (10 work days) per
year. Beginning with the eighth year sad through the fourteenth year of caati-
auous service employees shall earn vacation credit at the rate of 21 calendar
days (1$ nark days) per year. Beginning with"the fifteenth year of continuous
service sad thereafter employees shall earn vacation credit at the rate of 28
calendar daps (20 work days) per year. _ _.:
Each eligible employee shall be required to have served the equivalent of one
pear of caatiauous service is the City is order to be eligible for his full
annual vacatiaa Leave; provided, however, that after six months of continuous
service, he may be permitted to take vacation Leave not-to exceed"seven calendar
days. Ia no event, however, will paid vacation be granted is excess of earned
vacation credits. -
Vacation Leave must be approved is advance by the Deoartment Head. The times
during a calendar year at which an employee may take his vacatiaa shall be deter-
mined by the Departtent Head with due regard to the wishes of the employees and
particular regard for the nerds of the service. Subject to the.prwisions of the
next paragraph, nay employes eligible for vacation credit may, not Later thaw the
First day of October of any calendar year, make a"'request of his Department Head
sad the City 2lanager jointly, far permission to defer taking not to exceed one
week of the vacation time to which he is entitled during the year the request is
made and filed, to the following calendar year.. The Department Head sad the City
Iiaaager, acting joiatlyr or i3 his absents, or is case of their inability to act,
for nay reason,. the Acting Head of said employee's department, or the nest is
authority sad the Administrative Assistant, acting jointly, shall, within. five
days after filing of the request,"give the employee written notice of their deci-
sion, either to great or to dewy the request. Zf the request is granted the
employes shall be entitled to said sae week's vacation during the calendar year
immediately following the calendar year~the employer's request was filed, in addi-
tion to any vacation time to which said employee is entitled during said calendar,-
year to which the one week has been deferred. Bnder no circumstances, however,
may any employes accrue more thaw twenty-eight (28) calendar days (20 warkiag days)
o£.:vacatioa leave.ia one calendar year. "-
- -- _
-- -
mp ayees-e~igib e-far~vaoatfoa--leave must take a et„tR„-„ of ens week of accrued-`__
-_-----== vacation--t'~e each- time vacat~ia ds requested. ~eviatioa from this policq is -
allwed Daly with the written approval of the Department Head sad the City Manager,
setiag jointly.
Ia the event one or cars e~3cipal holidays fall within as =~+++*~1 vacation leave,
such holidays shall not be charged as vacatiaa leave, sad the vacation leave
_--shall be estanded aecardiagly.
Employees who Larmiaate emplayeeat shall be paid is a Lump sum for alI accrued
vacation leave prior to the effective date of terli.aatioa.
Those employees hired as "eseapt" prior to July 1, 1982 shall be allowed to
continue to utilize earned vacation during the initial prabationarq period.
.. -.. - -
-,
-- ---- - --- -- __ ---- - - -- __- --- --"----I~.ITaR° LADE t J
1'43litary leave shall be granted is acaardaaea with the prwi:sinas of State
Las. All employees entitled" to military Leave shall give the City :iaaager
m oppo-tuaity v'.thia the 233its.cf milita-y ragulatinas to detszaiae when
such Leave atial2 b® takes. - - -
,.- ,_ ,.
-'
't .. --...... ~.~.__......
LI:AOE OF ABSENCE
A permanent classified employee may be granted an unpaid leave of absence of
up to thirty (30) days for medical,. military or personal and. other reasons.
Extensions may also be granted for succassive periods of up to thirty (30)
days each, up to a maximum of one hundred eighty (180) consecutive days.
Benefits shall not accrue during the term of as unpaid leave of absence.
All requests for unpaid medical or military leave must be is writing and
~ submitted for department head and City Manager approval. .All other requests
~ for leaves of absence must be submitted is writing and be approved by the
~ City Council. Requests for medica3 leave and extensions of medical leave
must be accompanied by a certificate from the employee's physican stating
the necessity for the leave or extension. An .employee returning from. medical
leave shall present a certificate from the employee's physician stating that
the employee is able to return to his/her normal work. The City may, when-
ever it appears justified, independently verify the physician's statements
provided for in this section. During the tern o£ such medical leave, the
City shall continue to pap the health insurance premiums for the employee only.
IIpon expiration of an approved unpaid leave of absence, the employee shall
be reinstated in the position held.at the time leave was granted. Failure
as the part of an employee on leave-to report promptly at the expiration of
such leave shall be cause for discharge.
Hourly employees are excluded from these provisions.
__
ATTENDANCE
mployees shall be in attendance.at their work in accordance with the rules se-
arding hours of work-, holidays and leaves. If as employee is ~ab1e to report
o work, he must notify his supervisor in accordance with departmental policy.
Failure to do so. may result is disciplinary action. Failure on the part of an
employee, absent without leave, to return to duty within 24 hours after notice
to return shall be deemed a resignation unless as acceptable reason is given.
Such notice to return shall be sent by zegistered mail to the addressee only,
rata--a receipt requested. It is the responsibility of the emologee to notify
-the supervisor and the Personnel Department of any change of address or telephone
number .
All classified general emgloyees shall work five (5) eight (8) hour .shifts oer
meek, Monday through Friday, except as designated by other. resolutions and ordi-
nances enacted by the City Council and by directives of the City Manager acting
~' within the framework of said resoluticns and ordinances. T'ne regularly-scheduled
j 'hours for full-time employees shall generally be.those of office or division opera-
Il tion with a lunch period and two 15 minute breaks or rest periods, one in the mor-
ning and one is the afternoon.. Breaks are eouated.as time worked and are not sub-
ject to additional compensation.- Breaks may not be added together is nay way,
banked for future use, added to the loath period or utilized to arrive late or
Leave work early.
- =GittcVel.N~`~:TD=DISCL'I.S:YXSv.e1t?F_AI. PROCrDUBE --;`
A "Grievance" shall be defiaed'as a ccntroversy bet•.~een the Citq sad the
Association er as employee or emplogess covered herein. Such
controversy gust peraia to aaq of the following: (1) Any ,;.aster relating
to working conditions, (2) Aaq matter involving the iaterprstatian or aapli-
catioa of nay provision hereof, __ -_ ar (3) Ass matter iavalviaz the
vialatioa of nay provision or iatent~.hereof, except any
~,pravisioas which state that theq are not subject to this section. .3n
appeal of a disciplfaarq action, including suspension, discharge for cause,
demotion or disciplinary reduction in pay, shall initially be submitted at
Step 3, and contain a succinct written statement of the basis of appeal, with-
in £ive (5) working daps of the imposition of disciplias. AlI wri,ttea res-
passes co a disciplinary appeal will specify reasons far the decision sad
inform the emploges of the appeal procedurs.aad applicability of Section 1094.5
of the Code of Civ11 Procedure limiting the time within which Legal actions
mast be commeacsd.
- ,
There sha21 be as earnest effort oa the part of both parties to settle grie-
vances promptly through the steps listed below. The employee may recuest the
assistance of a representative of his own choosing is preparing sad presenting
a grievance. Either parry to the grievance may i~site persaas with relevant
information to be present. For purposes of this procedure "worki.ag daps" rsfers
to L"onday through Friday, 8:00 AM to 5:00 PL", sad eecludes weeiceads and holidays.
S~r,ev I: Aa employee's grievance must be orally discussed v'~th the first line
supervisor immediately is charge of the aggrieved employee within five
(S) wor'.ciag daps after the event gi*r~g rise to the grievance, or five
CS) working days after the date that he should have bees reasonably
. expected to have had Icowledge of the grievance. T'ae supervisor will
give his answer to, the earoloyea by the cad of the secand (tad) workiao
dap following the presentation of the grievance and the giving of such
answer will terminate Step 1. -
Sea ?: If the g=ievanea is not settled is Step T and the employee wishes to
pursue it further, the grievance will be reduced to writing by -the
. ~ employee, tulip stating the facts su^ouading the grievance sad/or
detailing the specific provisions of this Agreement alleged.to have
been violated, signed sad dated by the employes and_nreseated to the
Department bead or,in his abseace,his designee within five (5) working
daps after.tarmination of Step I. •~rittan discrimination allegations
mast contain a description of the purported discr~=.iaatory action and
• the specific basis which is defined by Federal ar State.laa as discri-
minatory. A meeting with the emploges, designated representative Cif
nay) sad Depar~ent iced or,ia his absencs,his designee may be arranged
at a autuallp agreeable location and tine to review and discuss the
grievance. .T-f sehedulad,.su~h ~asti::g tai11•.ake p~aca w•ithia five (~) .
narking days fron the date the'grievaaee is received by the Depar ~aat
_ Head or,iZ his abseaee,his designee. The Department Fiend or,ia his
absenca,his designee will give a written reply by the end of the fifth
(5t&) work day following the data of the meeting, sad the giving of
such reply will terminate Step 2. •
=="5 eo" :'"-:~:-the-~egaace--is=.=ao.C='saLLled-fn-SEepF~taa emgfoyes coy p-aseaf
- -•~ -=the-_wzitte~-grievance-sff~-the_2erscaasi Director ~r°,-.:ia-:hi§--absesee,'=-
- _ his designee within five (5) working days attar termination of Step
2. A meeting with the emiloyes, designated representative (if aaq),
and Personnel Director or, is his absence, his designeee will bs
aranged at a mutually agreeable Location and time to review sad dis-
cuss the grievance. Such meeting will take place within five (5)
working days from tine date the grievance is received by the Personnel
_..____._..__._... ___.___~e._-director or his designee. The Persammel Director or, in his absence,
his designee may invite other parsons with relevant iaforaatioa to be
.present at such meeting.. The Personnel Director ar, is his absence,
his designee will give written reolp bq the end of the fift.'~ (5th)
work day following the dais of ti:a meeting, sad ehe giving of such
reply will terminate S;sp 3:
,,
_ ;,
.... ,. .
Steo ~: If the grievance is not settled at Step 3, the employee may move the
grievance to Step. 4 by serving written notice uoea the City 2"aaager
within five C5) working days after receipt of tse reply is Step 3,
os within five CS) working drys after the:reply-was due, requestL^g
a meeting. Said meeting shall be scheduled within tea C10)'workiag
days after receipt of such request. T'ne City P~aaager or, is his
abseacs, his designee shall provide the employee with a written dis- .
position of the gr'.evaace within five CS) working daps after the
meeting. The Citq :'.aaager's decisica.shall be final and binc'.iag,
1 ezcapt is disciplinary and discr{ssiaation eases as speeif'_ed below.
I ___ Step 5: The employee may seek review by the Personnel Board of the City M.aaa-
ger's decision iz grievance natters by submitting a written request
to toe Personnel Deparaent within rive C5) working daps frcm the date
of the answer is Step 4. iae Personnel Board maq grant an iator...a.1
Hearing and the Board's role a such matters is advisory only, except
that is diseinliaa-.y and diseraiaation eases, the. Board saa11 g-.ant
a Hearing and t`se.Boardls decision shall be final and biad~r.g.
I~ as employes Has complied with the above steps and requested Personnel 3oard
review in a disciplinary appeal or discrimination allegation, the Boa-3 shall
hold a Hearing within thirty C30) daps of 'the .'request and take such actica as
it deems appropriate. It is'agreed that neither-party shall attem?t to influence
the Personnel Board prior, to the Hearing. ...
IIpoa coaclusioa of nay investigation or. hearing, the Personnel 3oard shall, with-
ta ten C10) working days, notify Personnel a writing of its tiadiags and recom-
mendations. a copy of such tindiags shall be transmitted to the affected et:aloyee.
sll costs of represeatatioa resulting from this process shall be borne by the
party iactL=iag them. -
~^ A grievance or ache- appeal which ls.not broug:t o- brougrt fo- ar3 wi^.ia-the
Lime limit pray wed withia•eaeh of the.secticns of this article snali be deesed
~ to have been waived and settled, unless such time lair is expressly extended
-, by mutual agreement.. Time limits as set forth above may be extended by a mutual
agreement be~aeen the parties, bat neither party shall be required to do so.
Ia accordance with the Cade of the City of Lynwaod,• Chapte.- 24, and Personnel
Rules and Regulaticas, the Personnel Board does not Have ;urisdiction over
• hourly emoloyees and,. therefore, Step 5 above does not-apply to hourly employees.,
BEREAVEMENT LEAVE _____._...____.
Ia the event of a death is the e~loyee's imeaiate family, the Department Head
or City :`onager may g=nat a three day.bereavemeat leave with pay. "Mediate
family" is defined as Bother or father or grandparsnts of employee or mate; mate,
brother, sister, children or graadcssildy~n of employees.
T?oazly employees are excluded :rots these provisions. '~
cE<mEx xE~xsxcES -
All refezences to gender hereto, such as references. to "he'", "him", -
aad "his" and references to "they", "them" and "theirs", shall apply
equally to both sexes.
SE8s2CE DTCSa~i ~v
Valor.the provision of the Worker's Compeasatiaa-iasuraacs and Safetq Aet o:
Caligaraia, employees are eampeasatad for iajnries sustained is the coarse of
employment, randariag them unable to perfars their duties. The City a£ Lyn-
wood pro*ridab full, salary eaatinuaaca for 90 lags to as employes who is dis-
a62ed by iajnry or illness arising out of and i, the course of his duties. ~
Sims of- woQrs dna to as oa-the-job iajuxy is not dadaetibla f.om accumulated ,
side lease or a. period not to aacaed niasty C90) days. Thereafter, e-~mpea-
aatioa sha21 be aaly as provided is the Worker's Compeasatina Zasu-aacs and
_ __`g~a~ ~t_-. Hourly ~emp,l9yees,.ar.e _eacclud~e~d__~som__Ghsse _p~rovisions-.r.elat-.--_. __
ing to 90 day salary continuance.
~QT4
. The City of Lyavood has tha~practice whereby a fall- Nse emplcyee of the -- -
City of Lyavood who has besa called For jury duty will be paid at the emplo-
yao's regular hourly rata of salary ML'iIIS the amovat pai3 by the cocuts.
- --- _-EM£3:GENCY LEAVE - _-- -
--- Za the eseat of as aaargeacy, the City N-aasger may great the use of a t~ar~.-a
o£ trap daps sick Leave annually as emergency lease, application for emergency
lease map be uadar the follosriag caadltioas: 1) F-0apitalitatioa oz illaass is
im~diata family and, 2) Death Sa family not easezad by bereavement leave.
. 3) Other aoaats whit's preclude thn employee's atteadaaca at work and which
the Department Egad dataaiaes coastitutas an emergency. If the Departeat
-- -- ----doaias as employee s request far amergeacy Leave, the employee may request i~
is writing that the City 2"3aagar !'esiesa the request. The City Manager's
`" . dociaiaa shall be fi3al.
_-Botsly amplayaes a-a eatludad frCm.these provisions. - .
LEAVE 3EPIEFIT ACCRUAL RATES _
The following shall represent leave benefit accrual rates for full time classified
employees. ---- - -- ~_- --......._
VACATION 80 hours/year (80 : 26) ~ 3.08 hours/payroll
VACATION 120 hours/gear (120 26) s 4.62 hours/payroll
VACATIONI I60 hours/year (I60 26) - 6.15 hours/payroll
SICK LEAVE .. 96: hours/year (96 ;: 26) = 3.69 hours/payroll
£LOATIlYG EOLIDAY 40 hours/year (4D-: 26) = 1.54 hours/payroll ~
PEBSOCiAL LEAVE 8 hours/year Credited January I annually -
-
CLASSIFICATION ST IIIIY
Oa or before Juae 30, 1985 the City will begin a classificatiaa-study.of positions
is the unit. -
. , _..-.
. _.; F.-
- -...
i. .. ;.
- _... - - _ >. s.
EMPLOYEE ORGANIZATION DEDUCTION ..
The City shall deduct from the first sad second paycheck of each month sad
_- _ _._remit_to the California League of City Employee Associations (CLOCEA) all
such monies that employees individually and voluntarily authorize is writing,
to the extent required by law. Such employee authorizations shall comply
with appropriate laws and regulations, sad shall be made on a fora provided
by the City.
_ --FULZi--FAITH F*TD C~EDTT-CZ.AII3E--
For purposes of administering the terms and provisions of the various ordi-
naaces, resolutions, rules and regulations which may be adopted by the City
pursuant to this document, all resolutions_of the City
Council, and all existing-matters resolved regarding wages, horn-s, fringe
benefits sad conditions of employment prior to Byers-,filias-Brown Act of
1468,-will remain unchanged and paltered except where expressly changed
or altered is this document.
SA4~TGS_C23IISE
Asp rasolutiaa of the Cite incorporating nay provisions of this resolution
&hall provide ti^at if nay pr~risiea cf tyis
of say kiad'is at nay tip or ~ resolutiori_.or of such resolution
any Cain of rp er -{ ~9 way held to be eantza-y to nap laQ ho
P P ju._sdictien, ,he rP^a+.,:,der oe this resolution and the
remainder of sack resalutioa shall pct be affected t.`sereby and shall reaa:.a
is fall farce sad effect. -
..
- r,.;
__ ±:;,
~,:: _